WORK DISCIPLINE
TOGETHER4INTEGRITY
FOLLOW
THE RULES
ŠKODA AUTO INFORMS ITS
EMPLOYEES TRANSPARENTLY ABOUT
SANCTIONS APPLICABLE TO A
BREACH OF WORK DISCIPLINE
C
ompany management acknowledges
the necessity to speak openly, even in
cases relating to a breach of work discipline.
While adherence to laws, internal regulations
and rules are of the highest priority, the car
maker believes that publishing such instanc
es positively influences the corporate culture.
In so doing, transparent information will be
provided to the employees, and errors caused
by them will be avoided, as will a subsequent
penalty, which, in the most serious cases, may
lead to the termination of employment. In cas
es like these, every employee needs to under
stand that the regulations they are breaking
have been derived from laws that apply to their
job (“breach of work discipline”) and take full
responsibility for his or her conduct. In order to
avoid such collisions and be sure you are not
violating work discipline, familiarise yourself
with the rules that apply at ŠKODA AUTO by
looking through the following documents:
Work Regulations
The employer’s internal regulations define em
ployees’ rights and obligations in accordance
with the Labour Code and other regulations.
Code of Conduct
A summary of the rules of conduct for all em
ployees that underscores honest and ethical
behaviour in compliance with the principles
of integrity and the company values.
Integrity, compliance and corporate culture
Other documents, as well as ŠKODA M obil
articles, will give you information on how
ŠKODA AUTO supports integrity, compliance
and desirable conduct.
Whistle‑blower system
There is a comprehensive whistle‑blower system
in place in the company. If you have any proof
that legal or internal regulations have been violat
ed by an employee, contact one of the designated
offices. Their list, along with all the documents
mentioned above, is available on the Employee
Portal under Governance, Risk & Compliance or
Labour law, Collective agreement. RED
COMPARISON
IN NUMBERS
Current statistics of breach of work discipline
at ŠKODA AUTO a.s. for fourth quarter 2018:
282 cases of breach of work discipline in total
25 of them led to employment termination
(9 % of cases of work discipline violation led to
employment termination)
Long-term statistics:
11 % of cases of work discipline violation led to
employment termination
Cases of employment termination in Q4 2018:
15× unjustified absence
6× alcohol/drug abuse
4× attack on employer property
Long-term statistics and most frequent causes:
1. unjustified absence
2. alcohol/drug abuse
3. attack on employer property
4. occupational health and safety breach
5. violence (threats, physical assaults)
6. refusal to perform work
4
ŠKODA MOBIL FEBRUARY 2019
CREATIVE DISCUSSION
AND EVALUATION
UNTIL THE END OF MARCH, MANAGERS AND EMPLOYEES
WILL BE CONDUCTING TEAM DIALOGUES
T
he integration of the VW Essentials,
which comprise the basic values
and company culture of all brands
and companies, has moved on to another
stage. VW Essentials and the way every
one should work and communicate will be
the focus of debates as part of Team dia
logues. What is their goal? To evaluate
and elaborate on where the team current
ly stands and how it works and to identi
fy any space for improvement or change.
How do you understand the individu
al VW E ssentials? What do you connect
them to? What are your expectations and
wishes? These questions are often asked
at the roughly 30-minute meetings between
employees and their managers. Participat
ing in a Team dialogue is a commitment
for all organisational units and a prerequi
site for creating measures when discuss
ing the results of the Stimmungsbarome
ter, which follows the Team dialogue.
Conducting a Team dialogue
Primarily, it focuses on clarifying the ra
tionale behind the Group values and every
employee’s understanding of them. The
goal of the discussion is also to ensure
that the employees actually do follow them.
Another important output is gaining new used to create the so‑called “Essentials in
ideas for changes. On a prepared post dicator”, which allows the team to find out
er, team members use markers or stick how successfully they have been maintain
ers (“Essentials indicator”, bottom left) to ing them. If the team’s answers drop under
demonstrate their belief in the extent to a specified level, the manager and their team
which the values are ac
must talk through the results
tually asserted in every
of the indicator and come up
In the Team dialogues,
day life. Every participant
with ideas for changes re
you can decide yourself
in the dialogue assigns
corded during the Team di
whether to assign
one sticker to each value,
alogue. The employee dis
points anonymously or
which signifies a percent
cussion should yield at least
publicly in front of the
age. The indicator that an
one specific improvement
whole team. Information
measure. The team’s com
swers the question “To
on the vote remains
what extent do we follow
pletion of the process must
within the team.
be recorded and confirmed
these values?” requires the
using the Measures tool in
team to discuss concrete
instances from their work life and express the Stimmungsbarometer app. However, in
their expectations and needs. Afterwards, formation on the vote and specificities of the
working with their manager, they come up dialogue is neither saved nor published. All
with a specific and affirmative definition to of that remains inside the team.
be put on the so‑called moderation cards.
Team dialogues are one of the important
tools that help to create the VW Group’s cor
Mood indicator
porate culture, which is rooted in employ
Once the Team dialogue has concluded, ees’ mutual respect and honesty. Construc
the manager and the team analyse the results tive and productive criticism is more than
of answers submitted in the regular Stim healthy and allows one to learn from mis
mungsbarometer assessment. The survey takes and rectify one’s behaviour. Ultimate
also contains questions related to the seven ly, this should be the goal of every ŠKODA
VW Essentials. The employees’ answers are AUTO employee. ŠTĚPÁN VORLÍČEK